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Empowering Employees Through Social BusinessJames Gorry @j_gorryA/NZ BUE for IBM Collaboration Solutions
Brent Lello @BrentLelloAP BUE Exceptional Web Experience & Social Business Software
Stuart Duguid @studugSenior Client Technical Professional, IBM Collaboration Solutions
#ibmsocialbiz
Agenda
●Insight into IBM's 2012 CEO Study
●The Changing Nature of our Workforce
●An introduction to Social Business
●Customer Success Stories
●Demo – Bringing the Exceptional Experience for Employees to Life
●ROUNDTABLE DISCUSSION
IBM Collaboration Solutions●latest case studies●analyst recommendations●thought leadership from IBM●webcasts, event invitations●self assessments●hands-on demos
“...most dogs would have
moved out of the way...”
The Power of “Social”....
“Toot”
“Toot”
The Power of “Social”....
Agenda
●Insight into IBM's 2012 CEO Study
●The Changing Nature of our Workforce
●An introduction to Social Business
●Customer Success Stories
●Demonstration – Bringing the Exceptional Employee Experience to Life
●ROUNDTABLE DISCUSSION
Revenue growth is the #1 priority
Responsiveness is key competence
Improving internal capabilities as first step to growth
Revenue growth is the #1 priority
Responsiveness is key competence
Improving internal capabilities as first step to growth
Business model innovation matters
External collaboration
Innovation must be orchestrated from the top
Business model innovation matters
External collaboration
Innovation must be orchestrated from the top
Hungry for change Customers as
opportunity to differentiate
Business model innovation, global business designs
Hungry for change Customers as
opportunity to differentiate
Business model innovation, global business designs
Embody creative leadership
Reinvent customer relationships
Build operating dexterity
Embody creative leadership
Reinvent customer relationships
Build operating dexterity
Empowering employees through values
Engaging customers as individuals
Amplifying innovation with partnerships
Empowering employees through values
Engaging customers as individuals
Amplifying innovation with partnerships
7
2004Your turn
2006Expanding the
Innovation Horizon
2008The Enterpriseof the Future
2010Capitalizing on
Complexity
2012Leading through
Connections
The Global CEO Study 2012 is the fifth biennial CEO study, building on our insights and findings over the last 8 years
765 interviews765 interviews 1130 interviews1130 interviews 1541 interviews1541 interviews456 interviews456 interviews 1709 interviews1709 interviews
© 2012 IBM Corporation
IBM Institute for Business Value
8
Organizational openness introduces new opportunities to create value
through collaboration
Organizational openness introduces new opportunities to create value
through collaboration
How will CEOs create more economic value by empowering employees through values?
To re-balance control with openness, CEOs are focused on values,
collaboration and mission
To re-balance control with openness, CEOs are focused on values,
collaboration and mission
Outperformers embrace greater openness, and excel at executing
tough change
Outperformers embrace greater openness, and excel at executing
tough change
© 2012 IBM Corporation
IBM Institute for Business Value
9
Changing the organization
Partnering/collaborating with other organizationsInternal collaboration
Decision-making processes
C-suite composition, skills and responsibilities
Management and/or organization structure
Governance models
Values of your organization
Supervisory board composition
53%53%
52%52%
43%43%
41%41%
40%40%
31%31%
18%18%
CEOs plan dramatic improvements in internal and external collaboration, requiring organizational openness
15%15%
Source: Q19 “To what extent will you sustain or make changes to the following aspects of your organization over the next 3 to 5 years?”
© 2012 IBM Corporation
IBM Institute for Business Value
10
Source: Q18 “What are the most important organizational attributes to engage employees?”
Organizational attributes to engage employeesEthics and values
Collaborative environment
Purpose and mission
Ability to innovate
Industry leadership
Stability of the organization
Work-life balance
Personal autonomy
Financial rewards
Work flexibility
Cultural diversity
Customizable compensation
Comprehensive mentoring
65%65%
To re-balance control with openness, CEOs are focused on values, collaboration and mission
63%63%
58%58%
51%51%
40%40%
37%37%
35%35%
31%31%
31%31%
24%24%
21%21%
18%18%
18%18%
© 2012 IBM Corporation
IBM Institute for Business Value
11
Source: Q17 “What are key personal characteristics that help employees to be more successful in a connected economy?”
Personal characteristics for employee success
CreativeFlexible
CollaborativeCommunicative
Opportunity seeking
Analytical / quantitative
Technology-savvy
Globally-oriented
Assertive
Disruptive
75%75%
67%67%
61%61%
61%61%
54%54%
50%50%
41%41%
41%41%
25%25%
16%16%
In this new environment, key success factors for employees include: collaboration, communication, creativity and flexibility
© 2012 IBM Corporation
IBM Institute for Business Value
12
So, how do you empower employees through openness?
Confront cultural reality Build values employees will live out Recalibrate controls
Confront cultural reality Build values employees will live out Recalibrate controls
Create unconventional teams Concentrate on experiential learning Empower high-value employee networks
Create unconventional teams Concentrate on experiential learning Empower high-value employee networks
Pursue social collaboration technologies Devise incentives that foster collaboration Re-imagine employee “suggestion box”
Pursue social collaboration technologies Devise incentives that foster collaboration Re-imagine employee “suggestion box”
1. Replace rulebooks with shared beliefs
1. Replace rulebooks with shared beliefs
2. Build future-proof employees
2. Build future-proof employees
3. Provide the means to collaborate at scale
3. Provide the means to collaborate at scale
© 2012 IBM Corporation
IBM Institute for Business Value
To continue the conversation...
For more information about this study and to get the full version of this report, see www.ibm.com/ceostudy2012
Access interactive content and listen to CEOs in their own words by downloading the IBM IBV app for Android or iPad
30
Agenda
●Insight into IBM's 2012 CEO Study
●The Changing Nature of our Workforce
●An introduction to Social Business
●Customer Success Stories
●Demonstration – Bringing the Exceptional Employee Experience to Life
●ROUNDTABLE DISCUSSION
Where do good ideas come from?
Do we create opportunities for serendipity?
17
Source: Lancaster, L.C. and Stillman, D. When Generations Collide: Who They Are. Why They Clash. How to Solve the Generational Puzzle at Work. Wheaton, IL. Harper Business, 2003.
Traditionalist Boomer Gen X Gen Y
Training
Learning style
Communication style
Problem-solving
Decision-making
Leadership style
Feedback
Technology use
Job changing
Classroom
The hard way
Top down
Hierarchical
Unwise
Team informed
Get out of the way
Unsure
Once per year
Sets me back
Seeks approval
Command & control
No news is good news
Uncomfortable
Too much and I’ll leave
Hub & spoke
Horizontal
Coach
Weekly/daily
Unable to work without it
NecessaryPart of my daily
routine
Unfathomable if not provided
On demand
Partner
Team decided
Collaborative
Collaborative
Collaborative & networked
Continuous & expected
Facilitated
Guarded
Team included
Independent
Independent
Required to keep me
The Nature of Employees is Evolving
18
The work world is changing…
Exploration & Production
ExplorationsWilliams
DrillingTaylor
ProductionStock
Senior Vice President
Jones
G & GCohen
PetrophysicalCross
ProductionO’Brien
ReservoirShapiro
PaineSmith Andrews Moore
Hughes Miller
Ramirez
Bell
Cole
Hussain
Kelly
Sen
Paine
Smith
Moore
Hughes
Miller
Ramirez
Bell
Cole
Hussain
Kelly
Sen
Cohen
Jones
Cross
Taylor
Williams
Shapiro
O’Brien
Stock
Andrews
From Hierarchies and Teams … to Networked Communities
Paine
Hughes
Miller
Bell
Cole
Hussain
Cohen
Taylor
Williams
Shapiro
Andrews
Extended Community who leverage Cole’s
knowledge to do their jobs
The Challenges:● How to extend that community?● How to help the community to
operate more effectively?● How to better leverage Cole’s
knowledge & skills?● How to capture Cole’s
knowledgefor the future?
The Challenges:● How to extend that community?● How to help the community to
operate more effectively?● How to better leverage Cole’s
knowledge & skills?● How to capture Cole’s
knowledgefor the future?
Social Network Analysis
09/21/12
Workforce Changing - Attracting & Retaining Workers
“By 2014, 50 percent of all employed people will be Millennials”Source: Millennials: 50% of Workforce by 2014 February 2011
“New hires fire up the web browser and make instant assessments of the intranet... because they know what good already looks like. They have seen thousands of websites, make persistent use of social networks... the digital workplace has to perform and compete for attention and engagement” Source: The Top Ten Intranet and Digital Workplace Predictions for 2011 December 2010
09/21/12
Managing Diverse Workforce & TechnologiesBlurring Work/Life Lines Present Management Challenges
*Source: http://fcw.com/articles/2011/05/09/comment-ted-schadler-internet-personal-use-policy.aspx May 2, 2011
...today’s employees live online, using the Internet to manage their personal lives while at the office. ...however the majority of employees give that time back by using mobile devices and collaboration tools to remain productive any time and from any location.
“As intranet environments have grown and their impact on the daily life of the organisation increased, so those at more senior levels have struggled to work out where to place the resource managing these services. ” Source: The Top Ten Intranet and Digital Workplace Predictions for 2011 December 2010
This means that employees are creating their own work/life balance by staying connected wherever they are.*
Agenda
●Insight into IBM's 2012 CEO Study
●The Changing Nature of our Workforce
●An introduction to Social Business
●Customer Success Stories
●Demonstration – Bringing the Exceptional Employee Experience to Life
●ROUNDTABLE DISCUSSION
A 5th wave of IT-powered business is emerging: social business
MainframeDepartmental
PCsInternet
What’s your Social Business Strategy?
Customers
Partners
Employees
SocialBusiness
23
First-of-its kind centre of excellence for collaborative and social software
Works with business and government, university students and faculty, creating the industry's premier incubator for the research, development and testing of social software that is "fit for business".
IBM Research Centre for Social Software
Social Networking...........
The methodology of connecting people and information
Focuses on building and reflecting social relations among people who share ideas, activities, events, and interests within their individual networks.
09/21/12 25
Individual
Time
Web 1.0
Connected
Web 2.0
Leve
l of I
nter
actio
nThe Transition to “Enterprise 2.0”
New Channels
Healthier Eco-system
StrongerRelationships
Workforce Optimization & Ideation
Listen, Learn, Measure, Take Action
Social Business
B2BB2B
B2EB2E
B2CB2C(your domain)(your domain)
ConsumerConsumer DomainDomain
SocialSocialAnalyticsAnalytics
IBM ConnectionsEnterprise Social Business Tools
Agenda
●Insight into IBM's 2012 CEO Study
●The Changing Nature of our Workforce
●An introduction to Social Business
●Customer Success Stories
●Demonstration – Bringing the Exceptional Employee Experience to Life
●ROUNDTABLE DISCUSSION
Realized benefit - median improvement %
(*) “The rise of the networked enterprise. Web 2.0 finds its payday” – McKinsey Global Survey Results, 2010
30
Social Business in ActionSocial Business in Action
Client ROI References*
The value of Social Business for HR and Workforce Transformation is real
Increase speed of access to internal knowledge(realized by 77% of respondents)
Reduce internal communications expense(realized by 60%)
Increase speed of access to internal experts(realized by 52% of respondents)
• Faster on-boarding & M&A = 10% lower cost
• Reduced new employee training costs 15%
• Compressed employee communications time = $2M
• Virtual teamwork reduces travel frees $8M
Key Opportunities for ROI
IBM’s industry leadership…
of the top 10 banks and retailers
of the largest telcos governments covering all G8 nations
…provides unparalleled experience on how to achieve success Expertise across all Industries & GeographiesExpertise across all Industries & Geographies
#1 Ranking by IDC for 3
consecutive years
60% of Fortune 100 use
IBM Social Business
36,000+ IBM Social Business
general business customers globally
For CEMEX, becoming a social business meansdeveloping a culture of knowledge and insight-sharing
Goal: to shift culture towards more open collaboration across a global organization
Campaign: Project Shift - an internal social network
“It can make a big company look like a small company"
– Gilberto Garcia, Director of Innovation
Project ShiftDriving a measurable social transformation...
• Rapid organic adoption = 17000 employees connected in the first year, 400 new communities, innovation initiatives increased from 5 to 9
• Bring new products to market faster = 600 participants across several countries develop CEMEX' first globally-branded ready-mix product
Social Business in ActionSocial Business in Action
For Sogeti, becoming a social business means rapidly developing and deploying skills
Goal: More closely align a spread out workforce
Campaign: Sogeti TeamPark – a collaborative platform for employees
TeamParkDriving real business results…
• Knits a single corporate culture = unites 200 locations in 14 countries
• Speeds market responsiveness = reduces search time for finding staff expertise, speeds the formation of consulting teams, and enter new markets more quickly
“People are finding each other, creating new services. It could be an extremely valuable part of our culture."
– Erik van Ommeren
Social Business in ActionSocial Business in Action
Agenda
●Insight into IBM's 2012 CEO Study
●The Changing Nature of our Workforce
●An introduction to Social Business
●Customer Success Stories
●Demonstration – Bringing the Exceptional Employee Experience to Life
●ROUNDTABLE DISCUSSION
●Locating Expertise:● easy to find info and expertise● profile, updates, tags/browse files, business card, profile, recent activity,
community, membership/roles●Social Everywhere:
● promoting adoption and sharing● integration in explorer, notes, email digest, mobile)
●Collaboration in Context:● inside portal, crm system, composite applications
What you are going to see.....
Leadership Engagement is Key....
From Liking to Leading: The Success of your Business is Social
It's no secret that social technologies are dramatically changing the way people interact, collaborate, engage and get work done. But how can you as a leader tap into the power of social to drive real business value?
Join us for the launch of Connections 4 at our next Executive Breakfast Series
Sydney – 6th November Melbourne – 7th November
Perth – 8th November Auckland – 14th November
Wellington – 15th November
Register your interest to attend on [email protected]
38
VisionVisionExploring the art
of the possible
RoadmapRoadmapDiscussing the art of the
probable
SolutioningSolutioningBusiness
and technical requirements
The IBM Approach to Start Your Social Business Journey
Business Business
OutcomesOutcomesCapabilityCapability
Agenda
●Insight into IBM's 2012 CEO Study
●The Changing Nature of our Workforce
●An introduction to Social Business
●Customer Success Stories
●Demonstration – Bringing the Exceptional Employee Experience to Life
●ROUNDTABLE DISCUSSION
Social Business for WorkforceTopics for Round Table....
●Providing alternative work models to provide greater opportunity for efficient and more flexible deployment●Retaining the IP of an ageing workforce●Creating and communicating Social Business Conduct Guidelines for your organisation●Breaking down the organizational silos that prevent the best use of your talent●Reducing time to competence in your most critical jobs●Encouraging multiple generations of employees to actively engage in online collaboration●Exploring, rewarding and integrating employee generated ideas and innovation●Techniques to tap into ideas and insights of employees around the world●Fostering creativity and border-less (e.g., geographically, organizationally) thinking among your leadership team●How are you rethinking leadership development to rapidly close the effectiveness gap?●How do you integrate leadership development with emerging opportunities to prepare for the future?●Increasing workforce creativity, and speed/quality of decision-making, by shifting culture from knowledge hoarding to knowledge sharing●Recruit, deploy, and further develop workforce skills●Cultivating future leaders that are creative and collaborative, but are hampered by education, culture, and on-the-job training that emphasises siloed behaviour●Improve morale and job satisfaction. and reduce turnover by creating anytime, anywhere, “it just works” collaboration environment●Attracting and retaining top talent in your organisation
Roundtable Discussion....
Topic Questions● How/what are you currently doing to...?● What are the challenges? ● How are you planning to overcome?
09/21/12
Brent LelloBrent LelloAP BUEIBM Exceptional Web and Social BusinessIBM Software Group
Canberra, [email protected]